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Unions and Collective Bargaining
Chapter 22 of Human Resource Management in a Business Context
(3rd Edition 2007) by Alan Price - published by Cengage
Contents
Objectives
- Debate the concept of collective employee relations
- Provide an overview of formal employee relations, including the role of trade unions
- Evaluate comparative employee relations in a range of developed countries
- Draw lessons from comparative employee relations
Sections
- Collectivization and confrontation
- Employee relations in North America
- Employee relations in the UK
- The Employment Relations Act (1999)
- The European Union
- German employee relations
- Employee relations in Australia and New Zealand
- Japanese and east Asian employee relations
- Organizations and employee relations
- Employee relations strategies
Summary
Employee relations broadens the study of industrial
relations to include wider aspects of the employment relationship, including non-unionized
workplaces, personal contracts and socio-emotional, rather than contractual, arangements.
This is an area with diverse ideological under-pinnings and political ramifications.
Governments have taken an active part in determining its conduct. In Europe, harmonization
is leading to the establishment of works councils across the EU, giving a new role for
collective representation. Australia and New Zealand have seen some of the most signficant changes
in employee legislation in recent years.
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Human Resource Management in a Business Context, 3rd edition
Human Resource Management in a Business Context provides an international focus on the theory and practice
of people management. A thorough and comprehensive overview of all the key aspects of HRM, including articles from HRM Guide and other sources,
key concepts, review questions and case studies for discussion and analysis.
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